Q: Can an employee file for a redundant leave if the position they hold in the company is being terminated because the company is restructuring? And for how long can one apply for the leave?

Q: My company terminated me as redundancy due to reducing the workforce in UAE and after 1.5 months, they posted the same job on the jobs website.

Q: Dear Sir/Madam, I have been terminated from my company with a 30-day notice period after serving 7 years and 10 months. According to my company, my role has become redundant, and they aim to reduce expenses. However, they did not mention any reason for my termination. Am I eligible to claim a three months' salary as compensation? Please advise. Thanks.

Q: Hello, If your employer’s behavior is causing you to resign, could this be considered constructive dismissal? My employer has been illegally deducting from my commission check. When I confronted him, he wrote down various overhead costs to run the practice, costs that, as an employee, I am not responsible for, along with profit-sharing deductions that were never agreed upon in my job offer or contract. He told me that if I couldn’t accept these terms, I would need to find another clinic to work at. He then created a new contract including all these deductions, which I refused to sign. His manager later tried to force me to sign it, but I did not. I felt very threatened and bullied, so I filed a labor complaint, which was transferred to court. However, I currently lack the funds to proceed due to their actions. If I file another labor complaint later and they ask why I no longer work there, can I use constructive dismissal as the reason?

مقال في صورة مقابلة يتناول موضوع إنهاء الخدمة دون سبب وجيه في دولة الإمارات العربية المتحدة. مقتبس من المدونة الصوتية القانونية للمحامية لودميلا يامالوفا، مؤسسة مشروع لوجيكال مع لايلو. تُلقي لودميلا الضوء في هذا المقال على الجوانب المصاحبة لإنهاء الخدمة؛ مثل: فترة الإخطار ومكافأة نهاية الخدمة والفصل التعسفي والرواتب غير المدفوعة، وما شابه.

أقرت دولة الإمارات إصلاحات تشريعية كبيرة أسفرت عن إدخال 40 قانونًا وتعديلًا جديدًا على قانون الشركات والقانون الجنائي وقانون الأحوال الشخصية وغيرها. تهدف هذه التعديلات إلى تطوير الهيكل التشريعي في مختلف القطاعات، وكان أحدثها قانون العمل. نحاول في هذا المقال إلقاء الضوء على التعديلات التي أُدخلت على قانون العمل الجديد وتأثيرها على كلٍ من صاحب العمل والعامل.

Several modifications have been made to the UAE Labor Law 2025 to protect employee rights and guarantee compliance with modern employment practices. In general, understanding UAE labor laws fosters positive employer-employee relations, ensures legal compliance, and helps establish a balanced workplace.

The provisions of this Decree-Law, known as "New UAE Labor Law", govern labour relations in the private sector of the United Arab Emirates. The New Labor Law repeals the previous UAE Labor Law (Federal Law No. (8) of 1980).

The provisions of this Law, known as "UAE Labour Law", govern the relationship between employers and employees and other labour matters in the United Arab Emirates. There are special labour related regulations applicable in some of the free zones in the UAE.

This Decree sets the rules and conditions for the termination of fixed-term (limited) or unlimited (not term-bound) employment contract between employer and worker in the United Arab Emirates.